5 top tips at the end of OCtober 2016 (Organisational Change Month)

It’s the 31st of October 2016 which sadly means the last day of our first ever Organisational Change Management Month… also known as OCtober.

It’s been quite a month at Able and How. We’ve spent 31 days posting, tweeting and chatting about change. We’ve heard many different points of view, shared ours and engaged in countless discussions on our favourite topic of conversation; Organisational Change Management (OCM).

At Able and How we believe that OCM is an essential component of successful projects and the only way to truly drive sustainable change. Despite this, not everyone across the globe has recognised its full value to the same extent. The discipline of OCM is still maturing and gathering attention to different degrees in different markets. That is why we spent the last month promoting and celebrating “how organisations can realise the true value from their change” and “why it is so important”.

In case you’ve arrived late to the party, OCM is the discipline of managing the effect of change on people in an organisation. Simply put, it is about looking after the people side of change. Our article ‘What is OCM?’ from Week 1 of OCtober can still be found it here if you’d like to know more.

We have pictures too

Even though it has now come to an end, there is still an abundance of knowledge to be taken from OCtober 2016. We hope you will continue to use, share and keep chatting about OCM far beyond this month and this year.

We thank everyone who offered opinions and engaged in the many discussions on OCM across our social media channels, it has been an inspiring experience!

For those of you who’ve missed out until now and can’t wait until OCtober 2017, don’t despair, we will be publishing one collective report in the coming weeks with all of the content from the past month. Also keep an eye out for our re-scheduled Able Round Table event.

To keep you going in the meantime, here are some top tips for change from OCtober 2016.

Five OCM Tips

Structure is key to successful change

Flexibility is important within a project but having a structured framework or methodology as a starting point or guiding light is the cornerstone for successful change.

Be aware that there are a lot of different people responsible for delivering a change

To effectively manage the change, you need to bridge the gap between the aspirations and needs of the leaders championing the change, the teams delivering it, and the individuals impacted by it.

Successful change requires people adoption

The value locked in strategic change can only be realised once execution happens. And this value can only really take hold if people adopt change.

Don’t confuse accountability and responsibility

There is a big difference between accountability and responsibility. Responsibility can be shared; accountability can only be assigned to one person. This one person is answerable for actions and most importantly, results.

Be better at the way you change

In today’s world, change is a constant. The ability to change is therefore becoming increasingly important for organisations in order to remain relevant. Those with a mature OCM capability will have a competitive advantage.

While the month of OCtober will officially come to a close today. October is not finished. Along with the summary document and Able Round Table mentioned above, the discussion continues online.

We are constantly developing new articles, case studies and points of view, and growing our network to broaden the discussion around Organisational Change Management. We want to keep you involved. We value your participation. If you would be happy for us to contact you, please tick the box. You can find more information in our Privacy Policy